concerning the implementation of the new salary policy of the State of Vaud (ANPS) - Goal (ANPS)

1. This order aims to establish the procedures for implementing the new classification of functions and the new salary policy of the State of Vaud.

1. This order applies to all functions except those defined in the annex.

1. The transition of functions from the old to the new system can be direct, semi-direct, or indirect

a. the transition is direct when the positions falling under a current function are allocated to a single function of the same level in the new functional framework;

b. the transition is semi-direct when the positions falling under a current function are allocated to a chain within the new functional framework. The job description produced by the appointing authority determines the level within the chain;

c. the transition is indirect when the positions falling under a current function are allocated to several chains within the new functional framework. The typical job profile determines the chain, and the job description produced by the appointing authority determines the level within it.

1. Each employee is placed on a step within the salary class of their function.

2. At the transition, the following formula determines the step

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3. Each step corresponds to a reference salary, called the target salary.

1. The employee, whose salary before transitioning to the new system is lower than the target salary, is entitled to a salary adjustment.

2. The adjustment is calculated based on an annual amount determined by the Council of State in accordance with Article 6, Paragraph 3 of the Convention dated November 3, 2008, concerning the implementation of the new job classification and salary policy agreement signed between the Council of State's Human Resources Delegation and the Federation of Vaud Civil Service Societies.

3. The amounts defined by the Council of State are first used for the minimal function alignment and subsequently for the alignment to the target salary, depending on the percentage gap to the said salary.

4. The 2008 adjustment is calculated based on the situation of the employee in December 2008.

5. For the years 2009 to 2013, the adjustment amount is paid in accordance with the same terms as the 13th salary.

6. In addition to the adjustment, the employee benefits from the annual increases of the new remuneration system established by the Council of State, up to the maximum of their new class.

7. The adjustment amount is fully subject to social security contributions.

1. The employee whose salary, prior to transitioning to the new system, is equal to or greater than the target salary of the grade determined by the Council of State, but lower than the maximum of the new function class, shall receive the annual increases of the new remuneration system established by the Council of State up to the maximum of their new class.

1. The employee's salary is capped in its progression when it is equal to or exceeds the maximum salary as determined by the assignment of the new position.

2. His nominal salary is guaranteed. It is indexed in accordance with Article 25 LPers [A].

1. Holders of a pedagogical qualification for functions in chain 142, level 11, chain 144, level 12, and chain 145, levels 11 and 12, are promoted, respectively, to levels 12 and 13, subject to the following cumulative conditions

a. possess professional experience recognized by the Department of Training, Youth and Culture (DFJC) of at least 15 years;

b. demonstrate continuous training or a continuous training project attested to or recognized by the DFJC, in relation to the performance of specific tasks;

c. agree to perform one or more specific tasks, attested by a statement of work. The Council of State defines the minimum activity.

1. The measure outlined in Article 8 is gradually implemented starting August 1, 2009. The principle is to consider 15 years of professional experience, except for this deadline where levels 15 and onwards, determined at the time of the transition, are taken into account.

2. The DFJC rules on particular cases.

1. Upon the transition and provisionally, until the harmonization of the number of periods with teachers of primary cycles 1 and 2, the salaries of the teachers of the initial cycle, classified at level 9 of the function grid and salary scale, are subject to a deduction of 7.41%.

2. This deduction is eliminated upon the entry into force of the harmonization of the number of periods provided for in the HarmoS project.

3. During this transitional phase, the number of weekly teaching periods is 24 for a full-time teaching activity conducted by the teacher with their students.

1. For job family 225 of the job classification grid defined in Article 2 of the Job Classification Regulation [C], a transition to class 9 occurs according to the following two non-cumulative criteria

- 3 years of professional experience with atypical working hours imposed by work organization;

- conferral of specific responsibilities stipulated in the job description.

2. It is acknowledged that the application of these criteria should result in the classification of at least 70% of professionals from job 22508 to job 22509, and that the amount available for the reclassification remains within the 5 million envelope over the catch-up period, a specific amount that must not be exceeded by the application of these two criteria.

3. In light of the development of healthcare functions, the Council of State will re-examine the classification of this job family no later than the end of the period set for the catch-up.

1. Only the following allowances are henceforth integrated into the basic salary

a. supplement Article 51 of the Statute;

b. ETACOM allowance;

c. psychomotrician allowance;

d. gymnasium allowance;

e. supplement Article 51bis of the Statute;

f. allowance for service disadvantages of the Penitentiary Service.

1. The collaborator receives an amendment to their employment contract.

2. It specifies the job type, the chain, the function level, as well as the class or rate of remuneration.

3. The amendment is signed by the hiring authority and the collaborator. If an appeal is not filed within the allotted time period, the contract is deemed accepted.

1. During the catch-up period, the Council of State sets the rules governing the determination of the initial salary.

1. The following provisions shall enter into force on December 1, 2008: Article 24, paragraphs 1 and 2, Article 25, paragraph 4, Article 26, paragraph 3, second sentence of the law of November 12, 2001 on the personnel of the State of Vaud [A].

2. Until the establishment of the function evaluation commission, the application of Article 38 of the general regulation of December 9, 2002 for the implementation of the LPers is suspended [D].

1. The following provisions are repealed

- articles 49, 51, 51bis, 52 and 53, paragraph 1 of the Act of 9 June 1947 on the General Status of Cantonal Public Functions;

- articles 34 to 36 of the decree of 22 December 1950 implementing the Act of 9 June 1947 on the General Status of Cantonal Public Functions.

1. The Department of Finance and External Relations is responsible for the execution of this decree, which comes into effect on December 1, 2008.